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80% of employees in Malaysia prefer to work with an older manager: randstad workmonitor.

According to the latest Randstad Workmonitor, 86 per cent of employees around the world prefer to work in a multi-generational team as they believe an age-diverse team can help promote innovation. More than eight in 10 said that they are already working in a multi-generational team. A multi-generation team is defined to be made up of coworkers with a decade or more difference in age.

employees in asia prefer their direct managers to be their age or older.

Almost seven in 10 employees around the world said that they prefer their direct managers to be their age or older. This sentiment is higher in Asia, with 82 per cent of the respondents saying that they would rather work with a manager who is older than them. This is a reflection of a traditional Asian mindset where people tend to value status and seniority at the workplace over learnability and competence.

In Malaysia, eight in 10 respondents want to work with a manager who is older than them.

Ryan Carroll, Country Manager, Randstad Malaysia said, “A great leader is not necessarily someone who has worked in the industry or a company for a long period of time, but more importantly is an individual who has great decision-making capabilities and confidence in managing a team of different personalities, under extreme pressure. While a mature worker may be someone who is wise and makes calculated decisions, a younger manager could introduce newer and more innovative ways to achieve project milestones. Companies that want to stay at the forefront are encouraged to invest in identifying and developing tomorrow’s leaders who are competent and eager to learn - regardless of age.”

managing an age-diverse team proves to be tough in asia.

The notion of respect in the Asian culture can be witnessed in the workplace as managers tend to treat colleagues differently based on their age. Seven in 10 respondents across Asia said that their direct managers treat their colleagues from various generations differently. This sentiment is the highest in Hong Kong SAR (80 per cent) and mainland China recorded the lowest (67 per cent).

An age-diverse workforce can be challenging as leaders may feel overpowered by an experienced and mature coworker as compared to a younger executive who may request for more autonomy at work.

asians more concerned about meeting immediate deadlines than long-term goals.

Less than four in 10 employees around the world are concerned about their future accomplishments than their immediate tasks. Employees and job seekers in Asia are also more likely to prioritise their daily tasks as compared to achieving future goals (71 per cent).

"Employees in Asian society prefer to know what the end results are as well as what they can achieve from completing a task, and planning for a long-term goal means having to deal with changes along the way. However, a long-term goal can provide people with a vision of how their careers can look like in the future and give employees a direction to work towards to." Carroll added.

Randstad’s Workmonitor is a quarterly research on global employment trends. The 2018 quarter two research was conducted between April and May 2018. A minimum sample size of 400 interviews is required in each country.

randstad workmonitor 2018 Q2 results.

To download a copy of the Randstad Workmonitor Q2 2018 global report about the impact of a multi-generational workforce, please click here.

the randstad workmonitor.

The Randstad Workmonitor was launched in the Netherlands in 2003, then in Germany, and now covers 33 countries around the world. The last country to join was Portugal in 2014. The study encompasses Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published 4 times a year, making both local and global trends in mobility visible over time.

The Workmonitor’s Mobility Index, which tracks employee confidence and captures the likelihood of an employee changing jobs within the next 6 months, provides a comprehensive understanding of sentiments and trends in the job market. Besides mobility, the survey addresses employee satisfaction and personal motivation as well as a rotating set of themed questions.

The study is conducted online among employees aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimum sample size is 400 interviews per country. The Survey Sampling International (SSI) panel is used for sampling purposes. The second survey of 2018 was conducted from 23 April until 14 May 2018.

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